{"id":6291,"date":"2020-08-17T13:34:37","date_gmt":"2020-08-17T13:34:37","guid":{"rendered":"http:\/\/blog.adfaber.org\/?p=217"},"modified":"2020-08-17T13:34:37","modified_gmt":"2020-08-17T13:34:37","slug":"discriminarea-salariala-o-problema-care-persista-si-in-prezent","status":"publish","type":"post","link":"https:\/\/adfaber.org\/en\/discriminarea-salariala-o-problema-care-persista-si-in-prezent\/","title":{"rendered":"Discriminarea salarial\u0103 – o problem\u0103 care persist\u0103 \u0219i \u00een prezent"},"content":{"rendered":"

Este o realitate faptul c\u0103, \u00eentr-o er\u0103 \u00een care femeile \u0219i-au c\u00e2\u0219tigat dreptul la vot, independen\u021ba \u0219i egalitatea cu b\u0103rba\u021bii, discriminarea \u00eenc\u0103 se practic\u0103. Rapoartele arat\u0103 c\u0103 un procent relativ mic dintre femei, p\u00e2n\u0103 \u00een 30%, aleg cariere \u00een domeniul tehnologic, un domeniu p\u00e2n\u0103 nu de mult dedicat exclusiv b\u0103rba\u021bilor.<\/p>\n\n\n\n

De\u0219i suntem \u00een secolul 21, secolul \u00een care femeilor le sunt recunoscute eforturile de a face descoperiri \u0219i de a lucra \u00een domenii STEM, discriminarea salarial\u0103 este o problem\u0103 care \u00eenc\u0103 nu poate fi dep\u0103\u0219it\u0103. S\u0103 fie componenta cultural\u0103 cea care \u00ee\u0219i spune cuv\u00e2ntul sau femeilor le este pur \u0219i simplu team\u0103 s\u0103 \u00ee\u0219i cear\u0103 drepturile? Oricare ar fi problema, trebuie sa reglement\u0103m modalitatea \u00een care sunt pl\u0103tite reprezentantele sexului frumos, iar pentru a face acest lucru, trebuie s\u0103 \u00eencepem s\u0103 facem schimbarea chiar noi.<\/p>\n\n\n\n

Primii pa\u0219i spre eliminarea problemei<\/strong><\/p>\n\n\n\n

\u00cen anul 1963, \u00een America, a fost votat\u0103 legea numit\u0103 Equal Pay Act, care interzice discriminarea salarial\u0103 bazat\u0103 pe sex. Astfel b\u0103rba\u021bii \u0219i femeile care lucreaz\u0103 \u00een condi\u021bii de lucru similare \u0219i care depun un efort asem\u0103n\u0103tor la locul de munc\u0103, sunt remunera\u021bi \u00een mod egal. Cu toate c\u0103 au trecut mai bine de 50 de ani de c\u00e2nd aceast\u0103 lege a fost instituit\u0103, discriminarea salarial\u0103 \u00eenc\u0103 se practic\u0103, iar acest lucru nu se \u00eent\u00e2mpl\u0103 doar \u00een America, ci peste tot \u00een lume. Canada a creat, \u00een 2017, o interdic\u021bie la nivel na\u021bional pentru angajatorii care solicit\u0103 candida\u021bilor lista cu salariile pe care le-au avut la locurile de munc\u0103 anterioare. Aceast\u0103 interdic\u021bie vine ca o completare a legii din 2016 care interzicea angajatorilor s\u0103 \u00ee\u0219i justifice diferen\u021bele de remunerare prin istoricul salariilor. Cele dou\u0103 legi sunt considerate o victorie \u00eempotriva discrimin\u0103rii salariale.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Transparen\u021b\u0103 pentru egalitate<\/strong><\/p>\n\n\n\n

Pentru ca femeile s\u0103 poat\u0103 primi acela\u0219i salariu precum colegii lor de sex masculin \u0219i pentru ca diferen\u021ba salarial\u0103 bazat\u0103 pe sex s\u0103 dispar\u0103, este nevoie de o transparen\u021b\u0103 total\u0103 at\u00e2t din partea angajatorilor, c\u00e2t \u0219i a angaja\u021bilor. Asta nu \u00eenseamn\u0103 c\u0103 salariile angaja\u021bilor trebuie dezv\u0103luite tuturor. Diminuarea acestei diferen\u021be se \u00eencearc\u0103 prin oferirea de informa\u021bii despre pachete salariale sau salariul mediu. Este ceea ce LinkedIn \u0219i Glassdoor, dou\u0103 aplica\u021bii dedicate angaja\u021bilor \u0219i angajatorilor \u00eencearc\u0103 s\u0103 fac\u0103.<\/p>\n\n\n\n

\"\"\/<\/figure>\n\n\n\n

2019 – un nou pas spre diminuarea discrepan\u021bei<\/strong><\/p>\n\n\n\n

Exper\u021bii cita\u021bi de The Guardian, spun c\u0103 \u00een anul 2019 se a\u0219teapt\u0103 ca o nou\u0103 presiune s\u0103 fie exercitat\u0103 asupra companiilor \u00een ceea ce prive\u0219te sc\u0103derea diferen\u021bei salariale. \u00cen Marea Britanie, de\u0219i peste 50% dintre companii iau \u00een calcul modificarea acestei discrepan\u021be la nivel salarial, numai o treime dintre acestea accept\u0103 s\u0103 fac\u0103 modific\u0103rile \u0219i la nivel de conducere. Realitatea este c\u0103 femeilor nu li se acord\u0103 at\u00e2t de u\u0219or un loc pe o pozi\u021bie de conducere, mul\u021bi angajatori fiind \u00eenc\u0103 sceptici \u00een privin\u021ba abilit\u0103\u021bilor de lider pe care le are sexul frumos. Totu\u0219i, este cert faptul c\u0103 presiunea asupra companiilor este \u00een cre\u0219tere. At\u00e2t angaja\u021bii, c\u00e2t \u0219i competi\u021bia fac ca anul 2019 s\u0103 fie unul al schimb\u0103rilor, un an \u00een care diferen\u021bele salariale bazate pe gen vor sc\u0103dea \u00een multe dintre companiile mari. Companiile mici \u00eenc\u0103 au probleme, se pare, \u00een aceast\u0103 privin\u021b\u0103, dar noua legisla\u021bie nu le mai permite s\u0103 ascund\u0103 discrepan\u021bele salariale pe care le practic\u0103. Multe dintre companii \u00eencearc\u0103 s\u0103 elimine aceast\u0103 disparitate, dar, din p\u0103cate, pentru multe dintre femeile care activeaz\u0103 \u00een domenii STEM, aceast\u0103 discriminare exist\u0103. Schimbarea pleac\u0103 de la noi \u0219i doar inform\u00e2ndu-ne putem face ceva \u00een aceast\u0103 privin\u021b\u0103. Vestea bun\u0103 este c\u0103 femeile primesc mai mult suport pentru lupta lor \u0219i c\u0103 statele vin \u00een ajutorul lor cu legi \u0219i reglement\u0103ri specifice.<\/p>","protected":false},"excerpt":{"rendered":"

Este o realitate faptul c\u0103, \u00eentr-o er\u0103 \u00een care femeile \u0219i-au c\u00e2\u0219tigat dreptul la vot, independen\u021ba \u0219i egalitatea cu b\u0103rba\u021bii, discriminarea \u00eenc\u0103 se practic\u0103. Rapoartele arat\u0103 c\u0103 un procent relativ mic dintre femei, p\u00e2n\u0103 \u00een 30%, aleg cariere \u00een domeniul tehnologic, un domeniu p\u00e2n\u0103 nu de mult dedicat exclusiv b\u0103rba\u021bilor. De\u0219i suntem \u00een secolul 21, […]<\/p>","protected":false},"author":1,"featured_media":5944,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[14],"tags":[],"class_list":["post-6291","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articole"],"_links":{"self":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts\/6291","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/comments?post=6291"}],"version-history":[{"count":0,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts\/6291\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/media\/5944"}],"wp:attachment":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/media?parent=6291"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/categories?post=6291"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/tags?post=6291"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}